Use this step by step explanation to craft a good employee performance feedback review for a community services block grant/outreach social worker. Find the right words with quality phrases.
A community services block grant/outreach social worker is responsible for creating awareness about the available funding opportunities for low-income individuals. He/she also monitors the processes to ensure that they are aligned with the program policy.
The social worker in this capacity also carries out other duties such as identifying persons who are eligible for the grants and works with other community-based agencies to develop a list of individuals who are in need and process them for the funding. He/she also keeps records of the people who are in the programs and works with the rest of the professionals in the community services block grant program to identify extreme cases.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| MULTI-TASKING: Multi-Tasking allows one to juggle and perform more than one task at a time without losing track of what you are working on or dropping the ball. | Evaluates when multitasking is necessary; whether it is going to help one get more work done or it is only going to result to one doing multiple tasks slowly or badly Works ahead; starts early to set up and prepare when one knows there will be a big rush | 3 |
| SAFETY AT WORK: Safety is being protected from hurt or other non-desirable outcomes that may tend to overrule a situation and cause damages of different kinds. | Creates a company's handbook with a list of rules and steps that must take place in order to ensure safety in the workplace Invests in first aid training and kits in order to help prevent injuries incurred during an accident from getting out of control | 3 |
| DEPENDABILITY: Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period. | Displays exceptional performance and keenness on tasks performed every day Has a track record of energy, drive and performance levels that are inconsistent and unpredictable | 3 |
| ASSERTIVENESS: Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong. | Understands that self rights, feelings, thoughts, and needs are just as important as everyone else's and feels free to express them Refrains from criticizing and judging others' ideas in a way that shows insensitivity | 3 |
| ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task. | Is patient and determined to explore a problem and its cause until a proper reasoning has been reached so that it can be resolved accurately Avoids overloading oneself with last minute deadlines and large simultaneous projects | 3 |
| COMMITMENT TO THE JOB: Commitment to the Job is the feeling of responsibility that a person has towards a mission and goals of an organization. | Uses critical thinking to analyze one's performance and asks for constructive criticism from qualified colleagues in order to know one's strengths and weaknesses Has speedy and effective resolution of customers' issues and complaints and often tracks customers' satisfaction | 3 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Takes responsibility for seeing efforts through to making tough decisions or completing tasks and projects Takes personal ownership in the company's success and accepts full responsibility for oneself and contribution as a team member | 3 |
| PERSONAL DRIVE: Personal Drive is a combination of desire and energy in its simplest form directed at achieving a goal in whatever you have set your heart to accomplish. | Avoids situations that put one in trouble like gossiping about other employees or having an argument with a customer Feels anxious and have doubts, but has learned how to stop one's anxiety and doubts from overwhelming oneself | 2 |
| PERSUADING OTHERS: Persuading others is making sure your best ideas get a fair hearing without manipulating others or using trickery. | Thinks about how incredible one is to the situation at hand before one is able to persuade others Practices and rehearses how to present a situation and gets ready for all possible outcomes | 3 |
| USING COMMON SENSE: Using Common Sense is the ability to see what is missing in a situation or a project and supplying it without necessarily being assigned or asked to do it. | Perceives oneself and others in a positive manner and always looks to see the best in others and oneself Blocks common distractions, such as web serving, when one is handling a complex task in order to stay focused on the task | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| MULTI-TASKING: Describe a situation that required you to do a number of things at the same time. How did you handle it? What are some of the resources you have used for effective multi-tasking other than your own time and attention? | [employee comments] |
| SAFETY AT WORK: Give an example of a time when an employee caused an accident due to neglecting safety procedures. How did you deal with him/her? Can you describe a time when you missed an incident of serious negligence? What happened? | [employee comments] |
| DEPENDABILITY: Do you give excuses instead of doing what is right? Are there areas you have not showed or practiced dependability that you need to change | [employee comments] |
| ASSERTIVENESS: Can you think of a situation where you felt you had not communicated well? How did you correct the situation? How often do you encourage your colleagues to get into groups in order to make decisions that should be made jointly? | [employee comments] |
| ATTENTION TO DETAIL: Do you prefer to work with the "details" or the "big picture" of a situation? Can you describe a time when you were able to produce quality work when under pressure? How did you go about ensuring the quality of your work? | [employee comments] |
| COMMITMENT TO THE JOB: Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction? Can you describe a situation where you had to be very persistent or dedicated in order to achieve goals? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do? Describe a time when you had to admit to your supervisor that you had made a mistake. What happened? | [employee comments] |
| PERSONAL DRIVE: Is there a time when you have received an award from the company? What was the award? Why did you receive the award? What behaviors, workplace events or actions limit or destroy your personal drive? What do you do to get back on track? | [employee comments] |
| PERSUADING OTHERS: What are some of the things that you have done to improve your ability to persuade others? Can you describe a time when you have successfully influenced your team members to embrace change? How did you go about it? | [employee comments] |
| USING COMMON SENSE: How do you help other employees use common sense at work? When is the last time this happened? When is the last time you apologized to a colleague? What had you done and why did you feel the need to do this? | [employee comments] |
Summary |
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Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |